The American Association of Colleges of Nursing reported a nurse educator vacancy rate of more than 1300 in more than 650 nursing programs nationwide. One of the biggest issues is due to the lack of qualified nursing faculty within the nursing schools. In the past years, there have been over 100,000 qualified nursing students that have had to be turned away from nursing schools due to the major decline in available and qualified faculty within the schools. It has been indicated that there are even more positions vacant than have been documented. These numbers are showing that, due to the low number of professors, the nursing schools are falling short in the education of the nurses needed to meet American healthcare needs.

A well-thought-out employee referral program can be a great resource for recruiting future employees. Here, the employees can refer their family members or friends for any open position. Usually, the employees, whose referrals are hired, receive a type of incentive such as a bonus, dinner with their supervisor, or even a paid day off.

Creating, building, and promoting your institution takes time and effort. LinkedIn helps all types of universities and colleges become visible to other members of the site. Once you have an established LinkedIn Company Page, the members get to learn about the essence of your academic programs and see the job openings you have. A link to your employees will appear in your company page which should increase your university’s engagement and visibility.

The search for talent is getting far more competitive. Finding the right people for the job is a task that no one is taking lightly these days. In order to find the right leadership for your academic institution, you and your leadership team need a trusted partner who is an expert in the field of finding the right person for the right job.

We all know there is a shortage of registered nurses. In fact, there is a shortage of nearly every level of nurse or nursing assistant, beginning with certified nursing assistants. Is the issue salary or is it something else altogether?

By 2020, the U.S. healthcare system will require more than 1 million new RN’s. There is an extraordinary demand for new nurses to enter the field in open positions and also to replace nurses who are going to retire from the field. Because of this demand, the vast majority of nursing schools in the U.S. are looking for new ways to encourage and inspire students who have bachelor’s degrees in other fields to join the ranks of nursing.

Nearly every state in the United States is facing a nursing shortage. It goes without saying that we need to graduate more nursing staff in order to ensure that our national nursing shortage does not get worse. The problem is that you may not be able to become a nurse even if you qualify and have the desire.

The process of recruiting nursing faculty has changed in recent years because most nursing schools are experiencing a shortage of qualified candidates. A poll from 2004 and again in 2010 show today that there is a 11.4% drop in the amount of the new nurses. Because of this drop in new talent, many nursing programs are trying to compete with other nursing schools for recruiting nursing faculty and are using many new techniques to improve their recruiting processes. Times do change and since it is becoming harder and harder to attract new nursing instructors, they are starting to think outside of the box. Many universities are turning to social media to get the job done in order to attract new faculty of all kinds.

The hard truth about the healthcare industry is that it is understaffed. The amount of nursing and allied health educators and administrators is not enough to cater to the needs of the increasing retiring population. Finding, hiring, and retaining new skilled nurse educators and administrators continues to happen. The challenge becomes even more daunting when a university lacks the budget to recruit the most qualified candidates.

It wasn’t long ago that recruiting meant ads in the newspaper or at the very least, magazines. Enter the internet where we had pages such as Monster.com and others that allowed us to put up those ads to help us to recruit the people that we needed for the jobs that were open.